In a business environment, it can be easy to make the mistake of having “tunnel vision” when it comes to managing employee performance. Sometimes, managers are focused too much on the numbers, and not enough on the employee skill sets that will help those numbers to improve. For example, the manager might be focused on the number of sales that an employee makes in a given week, and forgets about other elements that impact sales numbers. Other factors that might affect those sales numbers include things such as the number of sales calls that are made, the employee’s ability to close the deal, the employee’s confidence in talking with a potential customer, or the employee’s follow-through with interested customers.

Why Multiple Appraisers Matter

If you want to see your employees improve their performance and thrive in their job, then you should implement a performance management system which uses multiple appraisers in measuring their performance. Multiple appraisers allows the manager to see all aspects of the employees performance, which can have a positive impact on the ultimate goal. Identifying these appraisers in advance will help the employee to see which skill sets can have a positive impact on their overall performance, and it will allow the manager to understand areas where they can work with the employee in order to improve performance.

The approach of using multiple appraisers for employee performance management helps to empower the employee. Using the sales example, if an employee knows that they need to meet a certain threshold of sales, they can be overwhelmed by the idea of meeting their goal because they don’t understand the individual steps that need to be followed in order to meet that goal. On the other hand, if the employee knows which individual skills need to be developed in order to improve their sales numbers, then they can focus on the smaller day-to-day steps that will lead to improved performance.

How to Identify and Track Multiple Appraisers

It is important that you identify these appraisers as soon as possible, because an important element of the performance management process is to communicate with the employee about how their performance will be evaluated. Setting these expectations from the beginning creates a better system, and the employee will be able to understand where their focus should be.

As a manager or business owner, you should consider identifying these performance management appraisal points before the employee is hired. Having multiple appraisers in place from the first day of employment will allow you to set the expectations from the moment the employee starts working for the company. The initial conversation gives you the opportunity to understand the goals and desires of the company, which will allow you to make small adjustments to the employees goals. Additionally, the process of individualizing the goals for each employee gives the employee a sense of empowerment, because they will feel more responsibility for the goals that they are working on.

Another benefit to multiple appraisers is the fact that it creates a situation where the manager is able to review the employees performance with less bias. If a manager is too focused on one element of performance, then it might have a negative impact on the way they evaluate the employee, because their bias can affect the performance review.

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